#101 | 7.4.25 - When It’s Ok To Play Favorites / 20 Creators That Support Growth / Prompts That Will Reveal What the AI Knows About You / Gen Z Kids Are Surprised at ‘Ferris Bueller’
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When It’s Ok To Play Favorites
If there’s one thing that seemingly everyone in leadership circles agrees on, it’s the advice “don’t play favorites”. That makes sense as favoritism is seen as the root of resentment, low morale, and a toxic workplace culture. But what if the reality is more nuanced? What if, in certain situations, playing favorites—when done thoughtfully and transparently—can actually be a powerful leadership tool?
The Case Against Favoritism
Let’s be clear: unchecked favoritism is dangerous. When leaders consistently favor certain employees without reason, it breeds distrust, jealousy, and disengagement. Team members who feel overlooked may disengage, and the organization then suffers
When Favoritism Might Work
Here’s the twist: strategic favoritism—investing more time, resources, or attention in certain team members—can be a deliberate and effective leadership strategy. Here’s why:
High-Potential Talent: Some employees are simply more capable, ambitious, or aligned with the organization’s future. Investing in their growth can yield outsized returns for the entire team.
Mission-Critical Roles: Certain roles are more important to the organization’s success. Leaders may need to prioritize those who fill these roles, especially during times of change or crisis.
Mentorship and Development: Sometimes, leaders identify with certain team members and want to mentor them. This isn’t always about favoritism—it’s about passing on knowledge and preparing the next generation of leaders.
The Fine Line
The key to all of this is transparency and fairness. Leaders must be clear about why they’re investing in certain individuals. They should communicate the rationale to the team, offer opportunities for others to step up, and ensure that everyone has a path to growth.
Be Open About Criteria: If you’re investing in someone because of their potential or the importance of their role, say so. This reduces speculation and resentment.
Offer Equal Opportunity: Make sure everyone knows how they can earn similar opportunities. Provide feedback, set clear goals, and celebrate progress.
Rotate Attention: Even as you invest in certain team members, keep an eye out for others who may be ready to step up. Leadership is about seeing potential everywhere.
The Bottom Line
Playing favorites is a leadership taboo for a reason—when it’s unfair or secretive, it destroys trust. But when it’s done thoughtfully, transparently, and with the organization’s best interests in mind, it can be a powerful way to develop talent and drive results.
20 Creators That Support Growth
As the linked post reminds us, what you see every day shapes how you think, feel, and show up. This post features 20 creators who share content that supports real growth. Some great stuff here. A couple of my favorites:
If it still bothers you after 24 hours, speak up within 48 hours.
Your brain can’t be grateful and anxious at the same time. When anxiety takes hold, look for gratitude.
Prompts That Will Reveal What AI Knows About You
The only caveat here is that you have to be interacting with AI enough for it to answer these questions. I use it (ahem) fairly often, we’ll say, so these prompts were fairly accurate. A couple that I tried:
What do you think I tend to overthink or stress about?
What’s something that I wouldn’t notice but actually says a lot about me?
Gen Z Kids Are Surprised at ‘Ferris Bueller’
Even typing that headline makes me feel old! 🤣
This is actually a pretty interesting article that talks about what happens when a Mom showed her kids the film Ferris Bueller’s Day Off, and who they thought the real hero was. It reminds me of the theory in Karate Kid, Daniel Laruso is actually the bully 🤯
Who am I becoming by what I’m doing?
- Jon Tyson